Golden Tours Ltd

Case Summary

The claimant, a Pakistani British agency worker employed by Intsol Recruitment Limited, claimed unfair dismissal and race discrimination against Golden Tours Limited following an incident on 1 December 2024 where he refused to start work early and had a heated confrontation with a controller. The tribunal struck out the unfair dismissal claim (the claimant lacked qualifying period and was an agency worker) but made a deposit order on the race discrimination claims, finding the claimant had little reasonable prospect of success given the plausible explanation for non-engagement was his own conduct rather than race.

The unfair dismissal claim was struck out because the claimant was an agency worker employed by another company (Intsol Recruitment Limited) and therefore had no employment relationship with the respondent, and in any event had less than two years qualifying service. The race discrimination claim was not struck out but a deposit order was made because, taking the claimant's case at its highest, his own actions in refusing the controller's request and confronting him in a heated manner provided a plausible explanation for why he was offered no further work, rather than his race.

Use these claim-type pages to compare this decision with other published tribunal cases, outcome patterns, and visible award data.

• •Whether claimant was unfairly dismissed
• •Whether claimant was subjected to race discrimination
• •Employment status - agency worker vs direct employee
• •Qualifying period for unfair dismissal claim

1 EMPLOYMENT TRIBUNALS Claimant: Mr Fawad Hassan Respondent: Golden Tours Limited RECORD OF A PUBLIC PRELIMINARY HEARING Heard at: Watford Employment Tribunal (by CVP) On: 20 April 2026 Before: Employment Judge Alliott Representation Claimant: In person Respondent: Ms Bukola Omotosho solicitor) JUDGMENT The judgment of the tribunal is that:- 1. The claim of unfair dismissal is struck out as it has no reasonable prospect of success. 2. A deposit order is made in relation to the claimant’s race discrimination claims (see separate deposit order). FULL REASONS 1. This public preliminary hearing was directed by Employment Judge Tynan on 23 September 2025 to determine the following:- “a. To identify the legal and factual issues the tribunal will be asked to decide; b. To decide whether any of the claimant’s claims should be struck out as having no reasonable prospect of success; c. To decide whether a deposit order should be made on the grounds that the claimant’s claims stand little reasonable prospect of success, specifically whether the claim form lacks details from which it might arguably be inferred that the claimant was discriminated against on the grounds of race. If so, the claimant may be ordered to pay a deposit of between £1 and £1,000 as a condition of continuing with the claims; 2 d. To list the case for hearing, if appropriate, and e. To make any further case management orders to progress the claim and the response.” The claimant’s claims 2. The claimant accepted that he was an agency worker for the respondent and was employed by Intsol Recruitment Limited. As such, the claimant’s claim of unfair dismissal against the respondent has no reasonable prospect of success. In any event, the claimant had less than two years qualifying service. As such, the claimant’s claim of unfair dismissal must be s…